Wyndham Hotels & Resorts
The Canary Code
Book

The Canary Code

A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work

Ludmila Praslova
Berrett-Koehler, 2024
Buy book or audiobook

Read or listen offline

Amazon Kindle
  • 0.5×
  • 0.75×
  • 1×
  • 1.25×
  • 1.5×
  • 1.75×
1×

Editorial Rating

9

Qualities

  • Eye Opening
  • Well Structured
  • Concrete Examples

Recommendation

Many neurodivergent workers have missed out on job opportunities and had employers mismanage their talents because they don’t fit the status quo. For these workers, companies’ embrace of greater flexibility during COVID-19 was a boon that allowed them to flourish. Professor Dr. Ludmila Praslova offers insights into fostering an inclusive workplace that celebrates neurodiversity and intersectional dignity. Discover practical strategies to create environments where everyone feels valued and respected. Learn how to break down barriers and implement effective policies that support diverse talent.

Summary

Inclusive workplaces support diverse interaction, communication, and productivity styles by challenging neuronormative standards.

Neurodiversity acknowledges the vast variations in human cognition, emotion, and perception, including neurodivergent conditions such as ADHD, autism, and dyslexia. Myths about neurodiversity, such as assuming all neurodivergent individuals share the same traits, perpetuate exclusion in the workplace. These myths lump people together while ignoring neurodivergent needs and preferences.

To enable neurodivergent employees to do their best work, organizations must create flexible, inclusive environments that respect individual differences in social, cognitive, emotional, and sensory needs. For example, hiring standards prioritizing a candidate’s ability to maintain eye contact or not fidget can disadvantage otherwise qualified neurodivergent applicants.

Creating a receptive environment for neurodivergent employees involves rethinking traditional workplace socialization to allow for varied communication preferences and levels of interaction. For instance, companies might allow employees to opt out of workplace social...

About the Author

Dr. Ludmila Praslova is a Professor and the Founding Director of Graduate Programs in Organizational Psychology at Vanguard University.

Comment on this summary or Iniciar a Discussão